Diversity management and job satisfaction

Diversity in the organization has two main forms: the social diversity that is related to the personal differences between the employees based on their age, gender, education, culture, religion, ethnicity tec.; and functional diversity that is related to the professional differences in skills, experience and capabilities. Organizations aim always to increase functional diversity to enrich their competitive advantage in their domain, while reducing any undesired effects of social diversity that can raise conflicts or unwanted behavior. Therefore, the strategies that are adopted in diversity management have a great role in regulating diversity in the organization to maximize its benefits and minimize its disadvantages. Job satisfaction is another indicator for the organization to predict any issues or challenges that are facing the human resource in the day-to-day operations. Therefore, several studies in the literature addressed the relationship between diversity management and job satisfaction. The vast majority of the studies used descriptive quantitative methodologies through a questionnaire to study the relationship. The findings of the current research show similar relationship pattern reported in the literature, as implementing diversity management practices showed positive and moderate effect on job satisfaction.